| Comment Number: | OL-10500947 |
| Received: | 2/22/2005 5:14:18 PM |
| Subject: | Notice of Proposed Rulemaking, Request for Comment |
| Title: | National Security Personnel System |
| CFR Citation: | 5 CFR Chapter XCIX and Part 9901 |
| No Attachments |
Comments:
The system appears to be a shadow of the good ole boy syndrome. It looks to me as if the evaluation would be more of a supervisors likes and dislikes in lieu of actual performance. This system leaves the job duty clarification open and too broad. You could have Quality doing Production Management duties and vice versa. A supervisors friend in the office that only has 5 years of service and performs poorly would be able to retain his/her position in a RIF while an employee with 25 years of service and is an exceptional performer is discarded. The supervisor makes the decision as to who is doing the better job and if he/she is a true friend they will have the opportunity to retain the less desirable employee due to friendship. Not all supervisors will fit into this catagory; however, I have been in the workforce for 40 + years and I seen more supervisors appraise friendship and less appraise performance than I would care to talk about. Human nature takes over and the BUDDY SYSTEM leaves a lot of good, hard, loyal workers out in the cold ever too often. I am not against change when it is for the better. This system appears to me that it is a change for the worse. I pray I am retired prior to this system going into effect.